The HRPA Durham Chapter is pleased to offer the Mentorship Program in 2012. We are currently accepting applications from members interested in being either a mentor or protégé for a one (1) year term.
Application forms can be downloaded here and are to be submitted to the chapter office via email at hrpad@adminedge.com by February 20, 2012.
Mentorship is not a new concept as it dates back to Greek mythology, but it has gained recent popularity within business circles and in particular in the theories and practices of contemporary HR professionals. The Durham Chapter program purpose is to provide support to those new to the human resources profession (protégés) through the opportunity to work with a more experienced HR practitioner (mentor). We do know that the advantage is actually mutual as protégés can as well provide benefit to Mentors. This new programming area for the Durham Chapter reflects the HR expertise and commitment within our rapidly growing membership.
For 2012, partnerships are based on the response from prospective mentors and protégés (while retaining the right to limit numbers if necessary.) The expectation is for a one year commitment.
Roles and Responsibilities for Mentors
A person serving in this role must be a member in good standing of the HRPA and a current member of the Durham Chapter. The mentor must have at least five years direct experience as an HR Generalist or Specialist within the last seven years. There is an expectation of making at least two hours available to the protégé in each month of the one year commitment.
Key Responsibilities
- Assist the protégé in the development of defined goals and objectives for the mentoring relationship.
- Commit to regular meetings in the chosen format of at least two hours total time per month.
- Serve as a role model to the protégé in terms of one’s professional conduct and attitudes within the guidelines as set out by the HRPA and Durham Chapter.
- Adopt the role of “listener” to the needs, concerns and questions posed by the protégé at the start of the mentoring process and as it progresses in its course.
- Provide meaningful advice and direction to the protégé in a constructive manner to further their professional development and mentorship program goals.
- Monitor progress on the mentoring work plan and share ideas and ways of enhancing the mentoring relationship with the protégé and with the HRPA of Durham Membership Committee.
Roles and Responsibilities for Protégés
A person serving in this role must be a member in good standing of the HRPA and a current member of the Durham Chapter. Protégés will typically have finished their course of academic studies towards the CHRP designation. Current full time students will not be eligible for the role of protégé. The mentoring program is also not designed to serve as an employment search service for the protégé, but rather a professional development opportunity tied to the human resources profession.
Key Responsibilities
- Develop and share a personal development plan tied to defined goals for the mentoring relationship.
- Commit to regular meetings in the chosen format of at least two hours in total time per month for the one year commitment.
- Actively look at ways of implementing mentoring advice and counsel in one’s professional work environment to help build and strengthen identified areas for growth and development in skills, knowledge and abilities.
- Raise questions, concerns and issues with the mentor as each may pertain to professional growth and development while also serving as a “listener” to the advice, counsel and direction offered by the mentor.
- Monitor progress made by the parties in the mentoring relationship and provide constructive feedback to the mentor to enhance the quality of the interaction between the parties
We will have a Mentorship Program Facilitator available to help address any issues that arise.